A contractual relationship exists when employers and employees have a legal agreement regarding how employee issues are handled. Under such contractual arrangements, discharge may occur only if it is based on just cause. Inasmuch as a distinct definition of just cause does not exist, they are guidelines derived from labor arbitration of collective bargaining relationships under which just cause can be shown as follows:

Was there adequate warning of consequences of the worker’s behavior?

Are the rules reasonable and related to safe and efficient operations of the business?

Before discipline was rendered, did a fair investigation of the violation occur?

Did the investigation yield definite proof of worker activity and wrong doing?

Have similar occurrences, both prior and subsequent to this event, been handled in the same way and without discrimination?

Was the penalty in line with the seriousness of the offense and in reason with the worker’s past employment record?

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